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Strategies For Handling Change - Your Communication Strategy -

What advice a consequence of feedback?

- What are the goals?

- How much advice will be provided, messages?

- What mechanisms will undoubtedly be utilized

The essential EMOTIONAL questions that the communication strategy need to address

When it comes to the psychological resonance characteristic of the communications, the point that great change leaders are great at telling visual stories with high emotional impact is made by John Kotter. Kotter exemplifies this the anecdote of Martin Luther King who failed to stand up facing the Lincoln Memorial and say: "I've a fantastic strategy" and illustrate it with 10 great reasons why it turned out to be an excellent strategy. He said those immortal words: "I've a dream," and then he continued to show the folks what his dream was - he exemplified his image of the future and did so in a way that had high psychological impact.

William Bridges focuses on part of the change and the mental and psychological impact - and poses these 3 easy questions:

(3) Who's planning to lose what? Bridges maintains the situational changes are as easy for firms to make as the people impacted by the change's emotional transitions. Transition direction is about seeing the situation through another guy's opinion. This is a view based on empathy. It's direction and communication process and works together to bring them. Failure to complete this, around the part of change leaders, along with a denial of the losses and "lettings go" that individuals are faced with, sows the seeds of mistrust.